Two Peas in a Pod: Cultural Competency and Diversity and Inclusion. Teresa Mastin, PhD Director, Diversity and Inclusion

Transcription

1 Two Peas in a Pod: Cultural Competency and Diversity and Inclusion Teresa Mastin, PhD Director, Diversity and Inclusion

2 Blueprint Why Cultural Competency is Important Harvard Business Review Case Study Success Story - Program Directors Legacy Challenge - Intercultural Development Inventory (IDI) - Small Changes Can Lead to a Big Difference

3 Why Important? Major Impact On Northwestern Medicine s Ability To Optimally recruit and retain residents and faculty... prepare the next generation of physicians... serve the diverse Chicagoland (and beyond) patient population

4 Key Concepts Culture - belief system Cultural sensitivity - awareness of cultural differences Cultural humility - commitment to lifelong learning

5 Linkages Diversity and Inclusion Cultural Competency Diversity The WHO Inclusion The WHAT Intercultural competence is the link between diversity and inclusion making a diverse environment an inclusive one

6 Intercultural competence development Intentional integration of commonalities and cultural differences

7 Mission Statement.... We seek to improve the health of the communities we serve by delivering a broad range of services with sensitivity to the individual needs of our patients and their families.....

8 Mission Suggests a Responsibility to advance cultural competency, thus How might program directors proactively promote cultural sensitivity, humility, competence? How do you come to agreement on goals established to address recruitment and retention opportunities/challenges? How do you ensure that everyone understands and supports the established recruitment and retention goals?

9 Goal: How Hard Should You Push Diversity? Harvard Business Review Case Study -- Global Bank - Increase female and minority representation in management Strategy: - Launch worldwide search to fill pipeline with top women, African-Americans, Hispanics, and other candidates of color Results: - Pool that s the envy of banking industry - Four year later, none have moved into executive ranks

10 Weigh In Results: - Pool that s the envy of banking industry - Four year later, none have moved into executive ranks What went wrong? Should managing directors be evaluated based on whether they are hitting diversity goals? How would you correct the situation?

11 Solution: Expert #1 Wake Forest U, dean of business, Former CEO PepsiCo Like any strategic imperative, a commitment to diversity can t be the goal of one person, it must be a part of the organization s DNA - to insert talent from outside a company or promote at an accelerated pace is tricky very difficult for outsiders to succeed in positions that require company-specific situational experience - critical to get buy-in from the most senior people from inception

12 Solution: Expert #2 President and CEO of Toyota Financial Services The metric should not be how many minorities, but rather providing diverse associates with opportunities to improve their skills - How many minority candidates have been positioned for success? - well defined leadership-training program, designed to ensure that participants have unquestionably earned any future promotions

13 Solution: Expert #3 CEO of KPMG, a global accounting firm Take a long-range view and start developing candidates at the very beginning of their career. - simultaneously building a culture that is committed to diversity throughout the organization s strategy, structure, and governance - a sponsorship culture onus on leaders to pull high-potential individuals up through the organization, e.g., Key Account Rotation

14 From Experts Thoughts D&I Takeaways Must become a part of organizational culture/dna Senior leadership must be on board and engaged throughout the process Specific programs (and transparency) must be in place to ensure follow through

15 BIFTU MENGESHA, '11 MD, '15 GME FSM ODI Winter 2017 Newsletter Alumni Column... when I visited Feinberg while interviewing for medical school it just felt right in so many ways.... What I felt on that interview day rang true for me throughout medical school, as well as throughout my OBGYN residency at Northwestern.... I felt a true sense of belonging and had strong support in a career that once wasn t as inclusive of women like myself.

16 Program Directors Legacy Challenge All of you have wonderful far-reaching influence 49% of Northwestern Medicine physicians had some part of their training at Northwestern. How can program directors work together to create, promote, and support an environment that ensures that Dr. Mengesha s experience is the norm?

17 Intercultural Development Inventory (IDI) Can Help Guide Dialogue

18 Women s Engagement & Advancement

19 Tremendous Difference Small changes Why so few diverse candidates are hired

20 Comments/Questions Thank you!